26 May 2010

FedEx to Deliver Same-Sex Partner Health Care Insurance Benefits

The largest private employer in Memphis will now offer health care benefits to same-sex domestic partners, reports The Commercial Appeal.

"FedEx will offer health insurance benefits for same-sex domestic
partners starting Jan. 1, 2012. The shipping giant, which already offers the benefits in California
and to FedEx Office employees, said the change comes at the request of
employees. 'Employees have been asking for the benefit,' said spokeswoman Sandra
Munoz. It won't go into effect sooner because FedEx needs time to rebuild
benefits that were cut as part of a belt-tightening to help weather the
recession, Munoz added. Munoz said details will be worked out before employees get the option
of choosing the benefit during health insurance enrollment in the fall
of 2011. The benefit will not apply to heterosexual domestic partners"

Adds FOX13: "A company
spokeswoman said it will take time for FedEx to add the benefit to a
package that was cut to deal with the recession. It will be extended to
all 225,000 domestic employees. Here in Memphis, that means about 30,000
people."

Will Batts, the executive director of the Memphis Gay and Lesbian Community
Center, adds that the benefits would only make Memphis competitive with better-educated employees."'One of the things we've learned about cities is that the more
diverse they are the more they attract creative people, the more they
attract people that are innovative and motivated to improve their
communities,' said Batts. A creative class would only help to
move Memphis to another level, he added."

Of course they'd do this when I leave the company. But, it's good progress for those that remain. You also have to remember that FedEx is domiciled in the South. There were other barriers that had to be crossed as well. From my experience, the company is very socially responsible and plays a key role in keeping many markets around the world employed. I know of several out influential management AND senior level-executives whose careers were not hindered by orientation. The fact that benefits were already extended in California meant that sooner or later they would trickle east. Sometimes signing a petition (which I did while I was still employed there) and being a member of the company's LGBT network does work! I'm happy for them. Some progress is better than none. And always remember, if no one fights for rights, then why should a company extend benefits such as this? When we started to fight, the company took action. Just my 2 cents from an (former) insider's perspective.